I wish I had more balance in my life. Sound familiar? Many leaders I speak with have tossed in the towel on managing work-life boundaries. However, the evidence is clear that poorly managed boundary expectations contribute to increased stress, an absence of joy, and broken relationships. Finding focus in today's distraction economy isn't just about where or when you work best but understanding how. Successful leaders know how they work best and consider the different needs of their team. This is not one time to follow the golden rule and treat your team as you would want to be treated. Managing work-life boundaries helps you and your team perform better and reduces feelings of busyness. Here are the four fundamental work-life boundary styles, a quiz to help you find your preferred style, and eight tips toward instantly improving your boundary management. Discover your preferred work-life boundary management style The following short survey can help you become more aware of your boundary management style. The survey measures how you perceive boundary control, manage interruptions, balance personal and professional, technology dependence, and time for yourself. Why it's time to establish better work-life boundary habits Healthy leader-follower relationships are based on trust and respect. Don't assume you know your team's boundary management styles. It is best to apply the platinum rule regarding work-life boundary management. Do unto others as they would want to be done. The following are some tips you can use with your team: Demonstrate respect by getting to know your team's boundary management styles. You may want your team to read this blog and use it as a topic for discussion in your next team meeting or one-to-one. Engage your team in a conversation about the organizational culture and their work-life boundary management style. Where is there alignment, and where are there opportunities to be better? Evidence from multiple studies reveals that blurred boundaries negatively impact the well-being of leaders and employees. When leaders fail to schedule priorities and expectations successfully, it often results in feelings of regret or distress. How leaders and employees manage boundaries has consequences on job satisfaction, organizational commitment, and business results. Leaders, followers, organizations, and communities benefit from healthy work-life boundary management habits. Personal Example: Early in my career, I had an opportunity to include my family in a Leadership 360 survey as part of a leadership development program I was taking through my work. My first reaction was to question the value I could get from an online survey about my work performance that involved my family. I knew my family loved me and felt we had open communication. I also debated sending it to my son, given his young age. However, wanting more feedback , I decided to go ahead and send my family the survey. Surprisingly, I learned about hidden strengths and blind spots important to my family . One survey comment I remember from my son was that his dad was always on his mobile device. Yes, it hurt to read that I had a blind spot about dropping the ball on a critical relationship. My first private response as I read the comment was defensive and to challenge the comment. The reality at the time was that my work responsibilities had expanded significantly. I went from site leadership responsibilities to having a team across multiple regions. Also, my young family was growing older and wanted more time from their dad. I failed to consider the impact of growing needs at home and the growing needs at work. Thankfully, my lack of boundary management awareness didn't cost me a relationship, and I could course-correct. I learned an important lesson. Just because you are not hearing concerns or seeing the negative impacts of mismanaging work-life boundaries doesn't mean everything is OK. 4 Boundary management styles Does work-life separation or integration lead to achieving balance? The answer is that it varies by individual. The better you understand your preferred boundary management style and the style of others, the better you can manage personal work-life boundaries and adapt your leadership to the needs of your team. There are four main work-life boundary styles: Integrators make themselves constantly available to work and life needs. Integrators enjoy the freedom of blending their work life and non-work life. They move back and forth between the two as needed. Taking a work call after dinner is OK for an integrator if they can also run an errand during work hours. Cyclers bounce back and forth between periods of solid separation and times of full integration. Separators divide their time and attention between either work or life needs. They set a hard line between personal and professional roles. When they are off the clock, they are done with work. They don't do well with after-work hours work and emails or calls. Hybrid role-first styles have a defined work- or life-first identity, allowing one identity to trump the other. This style can be integrators, cyclers, or separators with a specific hybrid. If you are a work-first hybrid, you will shift work hours or move family events to accommodate work. 8 Tips to better work-life boundary management Generally, individuals with low scores for boundary control are focused on life or work priorities rather than life and work priorities, and either success or significance is sacrificed. If you received a low score on the Work-Life Boundary Management Checker, taking the following suggestions could improve your low boundary control scores: Use separate devices for work and non-work activities. Turn off alerts from devices during periods. Use the Do Not Disturb option on your IOS device to silence notifications. Restrict access to work and non-work social media access at different times. Use physical space to create separation between activities. Many of us work from home, at least part of the time. To help keep work at work, use a separate location for work to the greatest extent possible. Block time in your calendar for work and non-work priorities Add time buffers to your calendar to create a transition between work and non-work activities. A commute builds a natural buffer. Create a regular check-in with an accountability partner for support, feedback, and encouragement. Hire an executive coach . Given that the ultimate goal of coaching is personal change, the process uses essential questions and client-centered critical thinking to invoke self-awareness and individual responsibility with work-life boundaries. Conclusion: Managing Work-Life Boundaries Taking a work-life separation or integration approach is not always the answer. However, not committing to managing personal and professional expectations leads to increased stress, feelings of busyness, a lack of joy, and broken relationships. Effective leaders manage personal work-life boundaries and lead in alignment with their team's needs. Let's discuss how our transformational executive coaching and organizational consulting solutions can help you achieve your goals. References: Doolittle, J. (2023). Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose. Organizational Talent Consulting. Foucreault, A., Ollier-Malaterre, A., & Ménard, J. (2018). Organizational culture and work-life integration: A barrier to employees' respite? International Journal of Human Resource Management, 29(16), 2378-2398. Kossek, E. E. (2016). Managing work-life boundaries in the digital age. Organizational Dynamics, 45(3), 258-270.

Remember being a kid? Campaigning to play a favorite position or pick your friends to be on your team. As kids, the motivation to lead often was purely selfish. In the workplace, this same motivation can be devastating. Evidence suggests that self-centered and manipulative leaders increase counterproductive behavior. Authentic leadership doesn't come from a title. Exceptional leaders put their team and its mission first. There are many well-documented stories about extraordinary self-sacrifice that change the world. But, not all acts of self-sacrifice positively impact leaders in the workplace. Here are two practical ways leaders can tap into the paradoxical power of self-sacrifice and elevate people, profit, and purpose. Why self-sacrifice matters in leadership There is no single definition of what is leadership. However, there is broad agreement that leadership involves the influence of followers toward turning vision into reality. Maybe not too surprisingly, research suggests that self-sacrificing leaders are more influential than self-serving leaders. Leadership self-sacrifice in the workplace is demonstrated to enhance: Intentions to reciprocate the leader's behavior Feelings of team belonging Intentions to give Cooperative behaviors Follower performance Willingness to change Self-Sacrifice is the giving up of one's own interests or wishes in order to help others or advance a cause. Acts of self-sacrifice are inspiring. Many stories of modern w orld changers involve a common theme of tremendous self-sacrifice. Martin Luther King Jr. and Mother Teresa represent a couple of these leaders. Martin Luther King Jr. was central to the American civil rights movement. He faced numerous threats to his life and ultimately was assassinated in 1968. His message and his sacrifices galvanized the civil rights movement, leading to significant legislative and social changes in the United States. Mother Teresa, also known as Saint Teresa of Calcutta, served the poorest in India. She founded a religious congregation that aids those in need, including the sick and orphaned. Despite extreme personal sacrifice and criticism for her commitment, she stayed focused until she died in 1997. As of 1979, she had helped over two million sick, including nearly fifty thousand lepers treated by mobile dispensaries and special clinics. But, not all acts of self-sacrifice in the workplace result in a positive impact. Those most influential involve self-sacrifice that conveys the leader can be trusted to act in a way that benefits the team and its mission. In the following video, Simon Sinek discusses the power of self-sacrifice within an organization. It's inspired by Marine Corps General Flynn's account of why senior officers in the military eat last. Self-Sacrifice Strategy #1: Establish Goals that Benefit Your Team and Organization A leader's performance management goals should clearly emphasize a direct benefit for their team and its mission. Too often, leadership goals narrowly focus on the leader's direct contribution to the organization. The key is the use of the word "and." Leadership goals need to go beyond driving individual performance and include their team. Here are a few high-level goal examples that focusd on the leader, team, and organization. Create a culture of inclusion in the organizational unit I lead - an environment where every employee feels valued and has opportunities to contribute and grow. Collaborate with followers to establish robust development plans, provide appropriate support (time, resources), and monitor progress to facilitate the achievement of plans. Provide followers with regular coaching and timely feedback. Recognize the strong performance of employees I lead through financial and non-financial means, both formally and informally . Be open and honest in communications and cascade business information in a timely manner to my team. President Obama speaking of Medal of Honor recipient Captain Groberg said, "on his very worst day, he managed to summon his very best. That's the nature of courage — not being unafraid but confronting fear and danger and performing in a selfless fashion. He showed his guts, he showed his training; how he would put it all on the line for his teammates." Self-Sacrifice Strategy #2: Cultivate Belonging According to Gallup, two in ten employees rate their mental health as fair to poor. Depression, anxiety, and suicide are common mental health conditions associated with lacking a sense of belonging. Leaders can cultivate high-quality relationships and belonging by developing enhanced self-awareness , asking followers questions grounded in genuine curiosity, offering help, and showing appreciation. Start using these five questions taken from Michael Bungay Stainers' book The Coaching Habit in your next one-to-one meeting: What’s on Your Mind? What’s the real challenge here for you? The spotlight shifts from the problem to the person wrestling with the problem. It invites learning and growth. And what else? (AWE) The recipient hears, keep going. What do you want? This shifts the discussion to consideration of the desired future state. What was most helpful for you? People learn best when given space to reflect on what just happened. Ask them. Leadership self-sacrifice can positively influence follower behaviors, performance, and the willingness to change in ways necessary to thrive in today's complex workplace environment. What ideas do you have for demonstrating self-sacrifice that communicates your commitment to the team and its mission for the greater good? References Doolittle, J. (2023). Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose. Organizational Talent Consulting. Gallup. (2022). State of the global workplace 2022 report. Gallup.; Best Christian Workplace Survey 2022. Hoogervorst, Niek (2012). When do leaders sacrifice? The effects of sense of power on leader self-sacrifice. The focus quarterly (1048-9843), 23 (5), p. 883. Shin, J., & Shin, H. (2022). The effect of self-sacrifice leadership on social capital and job performance in hotels. Sustainability, 14 (9), 5509. Van Knippenberg, B. M., & van Knippenberg, D. (2005). Leader self-sacrifice and leadership effectiveness: The moderating role of leader prototypicality. Journal of Applied Psychology, 90, 25-37.

Every leader wants to be successful. But sometimes, the results achieved come at the cost of character. Civil rights leader Martin Luther King Jr. suggested that the most dangerous person is likely gifted with reason but no morals. A blind passion for results damages a leader's reputation and the organization. Evidence from workplace studies on the benefits of character suggests that leaders with high character scores outperform others on company key performance metrics. Leadership behaviors guide actions, but a leader's character determines how and if the leader acts. Great leadership is a combination of competence, character, and commitment. Here are three practical steps to help develop your character strength and how you can ace your next character test. Why is leadership character important to success? Leadership creates moments not defined by policy or procedures—situations where leaders have to choose between right and right. Every day, you make character decisions, consciously or unconsciously, such as between speed or quality and long-term or short-term results. The impact of these decisions either reinforces your team's desired or undesired thoughts, feelings, and behaviors. Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate, only love can do that. Martin Luther King, Jr. In a two-year study of executive leaders and their organizations, CEOs who scored high on aspects of character had an average return on assets (ROA) of 9.35%, in contrast to CEOs with low ratings, with a ROA of 1.93%. Leadership character is shown to align the leader-follower relationship, increasing both leader and follower productivity, effectiveness, and creativity. Leadership character plays a vital role in unifying a team. Followers will give more when they respect the leader's character. A focus on helping others is essential to providing effective strategic leadership. Also, character helps leaders navigate change more effectively. What is Leadership Character? Leadership character is doing the right thing for the right reasons and with the right feelings. It is the inner game of leadership. While leadership behaviors are observable, a leader's inner game quietly controls the leader's behaviors. Character is the unique combination of internalized beliefs and moral habits that motivates and shapes how that you relate to others. Fred Kiel Evidence suggests that there are four universal leadership character principles: Integrity – Being honest, acting consistently with principles, standing up for what is right, and keeping promises. Responsibility – Owning personal decisions, admitting mistakes, and showing concern for the common good. Forgiveness – Letting go of self and others' mistakes, focused on what is right versus only what is wrong. Compassion – Empathizing with others, empowering others, actively caring for others, and committing to others' growth. A leader's character determines how knowledge, skills, and abilities are applied. Leadership decisions are often based on values, worldviews, and past experiences. Your past, even as a child, has shaped your current perception of what is right or wrong. Family members, friends, religious leaders, and the community where you live and work reinforce your character. How to Measure and Assess Your Leadership Character Although character can seem complex to understand, it can be reliably defined and measured. Character does not need to be considered subjective. In fact, the more self-aware you are of your character strengths and those of your team, the better you can lead. VIA Character Strength Survey The VIA Character Strength Survey is a validated instrument for assessing character strengths. It has been completed by over 15 million people globally, and all of the scales have satisfactory reliability (> 0.70 alphas). The free VIA Character Strength Survey provides insights into your 24-character strengths in rank order. Character strengths are values in action or positive thinking, feeling, and behaving traits that benefit the leader and others. For more information regarding the VIA Character Strengths Survey, visit www.viacharacter.org . Accidental Habit Assessment Few leaders seek to develop bad habits. Everyone I know strives for good habits. That is why this quiz is labeled the Accidental Habit Assessment (AHA). It helps you uncover possible leadership bad habits that are keeping you from getting the most out of life and work. The free quiz includes a customized report and guide that will provide you with an "aha" moment as you reflect on your leadership to understand your strengths and accidental habits needing improvement. You can also use the report as a personalized reading plan to access researched and field-tested leadership resources and transformational tools in the book Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose . 3 Practical steps to develop leadership character in your company Intelligence plus character—that is the goal of true education. Martin Luther King, Jr. Most leadership development programs focus on building competence, and the leader's character is often left out. A lack of attention to character harms both the leader and the organization's performance. Character Development Step #1: Making the invisible visible The conversation of leadership character development in the workplace is lacking and needs to be raised to the same level as developing leadership competence. The desired goal is to increase character development investments, not replace them. Start with clarifying leadership inner game and outer game expectations: What should leaders do? You might already have these leadership behaviors defined in performance reviews or leadership competency models. What kind of leaders should they be? If you are unsure where to begin, research-based books and articles like those mentioned and cited in this post can be great resources. Character Development Step #2: Make it experiential Leadership character development should involve challenging simulation experiences that involve everyday decisions between right and right. These experiences should also include time for guided reflection with each participant. Additionally, the development should include teaching leaders specific habits for dealing with challenging issues. Character Development Step #3: Assessment and coaching Character development is a process, not an event. A proven way to develop character is to combine self-assessment with executive coaching. The combination of enhanced self-awareness and a thought-provoking, creative executive coaching program inspires transformation and growth. How You Can Ace Your Next Character Test Choosing between what is best for yourself or what is best for others creates very different outcomes for you and your business. Leadership character matters, and it is difficult to regain trust once lost. Acing your next character test is possible by being deliberate and persevering. The ultimate measure of a man is not where he stands in moments of convenience and comfort, but where he stands at times of challenge and controversy. Martin Luther King, Jr. Passing a test of character begins with knowing your non-negotiables. You will do your best when you have a clear picture of what leading with character looks like for you. List your leadership inner game and outer game principles. Then, expand on each of these by writing a brief, vivid description of how each principle guides you in a given situation. Surround yourself with accountability partners. Share the list of principles you have defined and invite people close enough to know you well to hold you accountable if you start to get off track. The influence of others is powerful on performance. Leaders tend to become more isolated the higher they move in a company, and the role of a coach and mentor becomes even more critical. Making the next right choice in a test of character is simply making the next right choice. You build leadership character like you build physical endurance. Training helps create character muscle memory, making the right decision automatically. Attend a leadership development program that focuses on both the inner and outer game of leadership. Key Summary Points Great leadership is a combination of competence, character, and commitment. Character is an individual’s unique combination of internalized beliefs and moral habits that motivates and shapes how that individual relates to others. Leadership character is shown to align the leader-follower relationship, increasing both leader and follower productivity, effectiveness, and creativity. Leadership character can be measured, and feedback can be provided through executive coaching as part of a leadership development process that targets the leader's inner and outer game. Character development needs to be raised within organizations to the same level as leadership competencies. Striving for better habits is a competitive advantage available to any leader looking for a powerful point of differentiation. Our transformational executive coaching, leadership development, and organizational consulting help you achieve your goals and get more out of life and work. References: Badaracco, J. (1997). Defining moments: When managers must choose between right and right . Boston, Mass: Harvard Business School Press. Beerel, A. (1997). The strategic planner as prophet and leader: a case study concerning a leading seminary illustrates the new planning skills required. Leadership & Organization Development Journal . 18 (3) pp. 136 -144. Claar, V.V., Jackson, L.L., & TenHaken, V.R. (2014). Are Servant Leaders Born or Made? Servant Leadership Theory & Practice, Vol. 1, Issue 1, 46-52. Doolittle, J. (2023). Life-changing leadership habits: 10 proven principles that will elevate people, profit, and purpose . Organizational Talent Consulting. Kiel, F. (2015). Return on character: The real reason leaders and their companies win. Harvard Business Review. Kim, J.H., Keck, P., McMahon, M.C., Vo, A., Gonzalez, R., Lee, D.H., Barbir, L., & Maree, K. (2018). Strengths based rehabilitation assessment: Adapted Inventory of Virtues and Strengths. Work: Journal of Prevention, Assessment & Rehabilitation, 61(3), 421-435. doi:10.3233/WOR-182807 Kim, J. H., Reid, C. A., McMahon, B., Gonzalez, R., Lee, D. H., & Keck, P. (2016). Measuring the virtues and character traits of rehabilitation clients: The adapted inventory of virtues and strengths. Journal of Occupational Rehabilitation, 26 (1), 32-44. doi:10.1007/s10926-015-9619-9 Norzailan, Z., Othman, R. B., & Ishizaki, H. (2016). Strategic leadership competencies: What is it and how to develop it? Industrial and Commercial Training, 48 (8), 394-399. doi:10.1108/ICT-04-2016-0020 Seijts, G., Crossan, M., & Carleton, E. (2017). Embedding leader character into HR practices to achieve sustained excellence. Organizational Dynamics, 46 (1), 30-39. doi:10.1016/j.orgdyn.2017.02.001

Organizational Culture Consulting Organizational culture is the one thing that influences everything in business. Organizational Talent Consulting helps clients architect what their culture should be. Organizational Culture Consulting Organizational culture is the one thing that influences everything in business. Organizational Talent Consulting helps clients architect what their culture should be. SCHEDULE A MEETING Why it matters An organization's culture is identified as a critical factor in financially successful companies. But the benefits extend beyond performance and financial success to include employee morale, commitment, health, productivity, and well-being. As the world changes, organizations must change too. Developing the right co mpany culture is essential to sustainable growth and gaining a co mpetitive advantage. Although changing organizational culture is challenging, our approach is grounded in evidence from the fields of behavioral, industrial, and organizational psychology - and helps leaders successfully embed a culture that inspires employees to achieve strategic goals. THE SECRET TO A THRIVING COMPANY CULTURE Our Approach to Organizational Culture Consulting Create consensus on the current and preferred culture characteristics using a proven organizational culture framework and assessment . Identify stories about the best of what is and can be. Apply strategic foresight principles to wind tunnel the preferred culture against trends and possible market influences. Clarify the preferred cultural identity, values, knowledge, behaviors, and environment. Establish strategic plans that address organizational culture priorities, blockages, and solutions. Assess and develop leadership competencies to reinforce the preferred organizational culture. With a company's people, purpose, strategy, and culture aligned, leadership gains the vision and influence to bring out the best in the organization. SCHEDULE A MEETING Our Clients' Success in Organizational Culture Organizational Talent Consulting helped a privately held mid-sized engineering firm design a new way of operating across the company and identify the most important workgroup initiatives. By embracing change management principles and focusing on organizational culture, the company aligned its purpose, strategy, and vision to achieve breakthrough profitability. Our Solutions for Organizational Culture Change Cutlure Framework Culture Assessment Apppreciative Inquiry Strategic Foresight Change Management Explore Our Insights on Organizational Culture The Secret of a Thriving Company Culture Mergers & Acquisitions: The Importance of Creating a Shared Culture How to Detox a Toxic Culture 6 Organizational Culture Change Strategies Your path to culture change 1 Schedule a Meeting Help us understand your specific needs so we can determine your best next steps. 2 Partner with Us We assess and analyze your situation, provide insights and partner to develop solutions that bring out your best. 3 Learn - Change & Thrive With a plan that is proven to work for getting more out of life and work, you'll have the confidence and competence needed to maximize your full potential! SCHEDULE A MEETING 100% Money-Back guarantee Our Organizational Culture Guarantee We’re so confident you’ll love our organizational culture services and experience growth we offer a 100% satisfaction guarantee. If we do not meet your objective, we will refund your full fees. Connect with Jeff Doolittle Ready to create a thriving organizational culture ? Hi, I'm Dr. Jeff Doolittle . I'm determined to make your personal and professional goals a reality. My only question is, are you? SCHEDULE A MEETING WHITE PAPER: FREE GUIDE Discover the critical steps to ARCHITECTING CULTURE In this powerful white paper, discover the proven principles that lead to extraordinary success in shaping organizational culture. A download link will be sent to your email.

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